The Answer
 
Assessment For: John Smith
Phone: 817-555-1212
Email: smith.john@someisp.com






Assessment Date: 1/10/2008

 

For More Information
Please Contact:

Milt Cotter
Candidate Resources
2100 Highway 360, Suite 400-B    
Grand Prairie, TX  75050
972-641-5494 ext.111
mcotter@criw.com
 

Copyright© 1999-2008 Candidate Resources, Inc.
Name:John SmithDate:1/10/2008
Company: Any Company Page:1
----- Mental Aptitudes -----
Mental Acuity

Mr. Smith is low-average in Mental Acuity, indicating he is slower in his thinking, comprehension and reasoning ability than is needed for more difficult tasks. He will need to take time to make a decision or solve a more challenging problem, particularly if the situation involves data which is unfamiliar to him. Some level of supervision and thorough training will need to be available until he is proficient in the job.
Business Terms

John has an above-average understanding of business terminology, indicating he has had some exposure to business matters either on the job or in a business class.
Memory Recall

Mr. Smith has a slight degree of interest in events occurring in the world around him and may have some knowledge of competitive trends, as well as the economy's affect on business.
Vocabulary

Mr. Smith's vocabulary is average and should enable him to communicate with others adequately. He may not have the ability to communicate or understand detailed, complex information, however.
Numerical Perception

John's average Numerical Perception score indicates that he can handle moderate amounts of detail work, but his work should be monitored for accuracy. A vision problem, tension, or carelessness may affect the Perception score. Generally, he will pay close attention to his work and follow directions carefully.

Copyright© 1999-2008 Candidate Resources, Inc.
Name:John SmithDate:1/10/2008
Company: Any Company Page:2
Mechanical Interest

John is very interested in machines and the inner workings of mechanical devices. He probably likes working with mechanical equipment and should have the ability to understand information regarding such devices. This aptitude, however, measures interest, not mechanical ability.
----- Personality Structure -----
Energy

Mr. Smith has a low energy and drive level. He handles work-related pressure well and tension usually does not cause a problem, but he may not approach projects or assignments as energetically as is needed to complete the job within the prescribed timeframe. This score should be checked against the distortion score, as individuals who distort often depict themselves as being more calm than they actually are.
Flexibility

John is a very quality-minded, reliable individual with a high degree of integrity and strong ethics. He has a strong interest in providing quality service and products to customers, but is not very flexible or adaptable to change. This could cause him to experience difficulty handling multiple job demands and assignments. He tends not to be an innovative, free-thinking person who creates new ways of doing things or new uses for existing applications of products or services, but rather will be one who sticks with proven applications as much as possible. He is likely to agree to change only when he is convinced the change is necessary. Even though the company can trust him and know he will be concerned that customers' needs are being met, they cannot expect frequent, imaginative or fresh ideas from him.
Organization

Mr. Smith is very organized and oriented to planning his time and activities. He preplans projects and assignments to make the best use possible of the time and resources he has available to reach organizational goals and priorities, and is generally aware of priorities and project deadlines.
Communication

John is an interactive, sharing communicator. He enjoys collaborating with others, and will openly share his own ideas, feelings and knowledge with others. He will articulate his thoughts easily to people. At times, since he is so open, he may talk too much and not listen as carefully as he should. He can be very effective in a position that requires constant contact with people.

Copyright© 1999-2008 Candidate Resources, Inc.
Name:John SmithDate:1/10/2008
Company: Any Company Page:3
Emotional Dev

Mr. Smith has a very high self-esteem and an extreme degree of self-confidence. He believes in himself and is very self-reliant. He has the ability to handle a great deal of pressure and seldom loses his patience with others, but may be overly tolerant at times and lack a sense of urgency. This score should be checked against the distortion score, as individuals who distort often portray themselves as more patient than they actually are.
Assertiveness

John will express his opinions and effectively and professionally defend his decisions and ideas when challenged, but is also willing to consider the ideas of others. He will have the ability to influence others and direct their activities without appearing too aggressive or overbearing.
Competitiveness

Mr. Smith is a team player who does not have a strong sense of competitiveness. He believes that competition is good, but, when over-emphasized, can harm relationships and ruin harmony in the office or work environment. Job satisfaction is measured, in part, by the good relationships he has built.
Mental Toughness

John is a mentally tough individual who can persevere in the face of obstacles. Critical deadlines, long hours, etc., do not negatively affect him, but he may not easily exhibit empathy towards customers, group members or others.
Questioning /Probing

John tends to accept most instructions, directives and information at face value, seldom questioning or probing to better understand the situation. He appears to have a very positive, enthusiastic working attitude and is trusting of others. If problem-solving or troubleshooting complex issues, his effectiveness could be reduced by his limited probing skills.
Motivation

John needs some job security and will take risks only when he is convinced that he is unlikely to make a mistake or fail. If a goal is important to him, he will be more likely to take decisive personal action in order to reach it or put forth extra effort and hours to complete the project, but he remains more easily motivated by security than achievement.

Copyright© 1999-2008 Candidate Resources, Inc.
Name:John SmithDate:1/10/2008
Company: Any Company Page:4
----- Validity Scales -----
Distortion

Mr. Smith is not willing to reveal a number of his personality traits. Accuracy of the Personality Dimensions is diminished to approximately 75%. Results must be considered accordingly.

Equivocation

He has scored within our acceptable equivocation range.

This report is confidential and is an opinion based on test results and other available data. In the selection process it may count up to one third (1/3) of the decision process along with the interview, reference check, education and experience.

Copyright© 1999-2008 Candidate Resources, Inc.
The dots and brackets [] reflect the requirements of the job as you entered them and are referred to as a benchmark. Your score for each aptitude and dimension is represented by the X.
Name:John SmithDate:1/10/2008
Company: Any Company Page:5
Score Sheet
test
Mental Aptitudes
   1  2  3  4  5  6  7  8  9    
MENTAL ACUITYSlow Learn [.......] X                  Fast Learn
BUSINESS TERMSUninformed [.......]          X         Knowledgeable
MEMORY RECALLUnaware [.......] X                  Aware
VOCABULARYLimited [.......] X                  Strong
NUMERICAL PERCEPTIONImprecise [.......]       X            Accurate
MECHANICAL INTERESTIndifferent                       X      Interested
Personality Dimensions
   1  2  3  4  5  6  7  8  9    
ENERGYRestless [.......]             X      Calm
FLEXIBILITYFlexible [.......]             X      Rigid
ORGANIZATIONDisorganized                    X         Planful
COMMUNICATIONReserved [.......]          X         Interactive
EMOTIONAL DEVImpatient [.......]                X   Tolerant
ASSERTIVENESSCooperative [.......]       X            Authoritative
COMPETITIVENESSTeam Player [......X]                    Individualist
MENTAL TOUGHNESSSensitive [.......]          X         Tough
QUESTIONING /PROBINGTrusting [X......]                    Skeptical
MOTIVATIONSecurity [.......]    X               Recognition
Validity Scales
   1  2  3  4  5  6  7  8  9    
DISTORTIONFrank Answer [................]       X   Exaggerates
EQUIVOCATIONChoose Alter. [......X.........]           Choose Middle

STANINE: The STANINE is a system of measurements which divides the population into nine parts.

NOTE: Areas with dots and brackets ([........]) are of primary importance with the dots and brackets reflecting the most desirable range for an individual to score in to have those characteristics. Areas without dots and brackets are secondary areas that provide additional information regarding the individual.

AREAS OF CONCERN -

Scores of 1 OR 2 in any of the following dimensions:
Energy, Flexibility, Emotional Development OR Mental Toughness are areas of concern.


Copyright© 1999-2008 Candidate Resources, Inc.
Name:John SmithDate:1/10/2008
Company: Any Company Page:6


Leadership Traits Assessment
Introduction
This report section evaluates John's traits in five key areas of leadership:
  • Planning
  • Organizing
  • Staffing
  • Coaching
  • Facilitating

Areas with good leadership traits are identified on the following pages as well as those where training or development would be beneficial.

John may or may not be one of the better people employed in a specific organization. If John is a top performer in your organization, when compared to top performing leaders across America and Canada, this report segment may still highlight areas where development could make the individual a still better leader. Therefore, this Leadership Traits assessment should be reviewed in light of "what could make a good leader even better," with understanding that within human beings, there is always room for improvement.

Copyright© 1999-2008 Candidate Resources, Inc.
Name:John SmithDate:1/10/2008
Company: Any Company Page:7




Leadership Potential
Summary Report
for: John Smith


John has good leadership potential in the following area(s):

  • Planning
  • Organizing
  • Staffing
  • Coaching
  • Facilitating



Copyright© 1999-2008 Candidate Resources, Inc.
Name:John SmithDate:1/10/2008
Company: Any Company Page:8



Sales Traits Assessments
Introduction


This report section evaluates John's traits in key areas of sales:
  • Persistence and consistency
  • Ability to meet and communicate effectively with people
  • Ability to command respect
  • Setting goals to win, excel and achieve
  • Developing rapport
  • Identifying need or desire
  • Presenting product/service to fill prospect's needs
  • Dealing with objections
  • Closing the sale
  • Learning speed & efficiency
  • Changing, growing and learning new concepts and ideas

Areas with good sales traits are highlighted with traits identified in which training or development would be beneficial.

John may or may not be one of the better people employed in a specific organization. If John is a top performer in your organization, when compared to top performing salespeople across America and Canada, this report segment may still highlight areas where development could make the individual a still better salesperson. Therefore, this Sales Traits Assessment should be reviewed in light of "what could make a good salesperson even better," with understanding that within human beings, there is always room for improvement.

Copyright© 1999-2008 Candidate Resources, Inc.
Name:John SmithDate:1/10/2008
Company: Any Company Page:9




Sales Potential
Summary Report
for: John Smith


John's sales potential includes the following strength(s):

  • Persistence and Consistency
  • Ability to meet and communicate effectively with people
  • Ability to command respect
  • Developing Rapport
  • Identifying need or desire
  • Presenting Product/Service to fill prospect's needs
  • Dealing with objections
  • Closing the sale

Yet, further development in the following critical area(s) will be beneficial:
  • Learning speed and Efficiency
  • Setting goals to win, excel and achieve
  • Changing, growing and learning new concepts and ideas

    Copyright© 1999-2008 Candidate Resources, Inc.
    Name:John SmithDate:1/10/2008
    Company: Any Company Page:10



    Development Suggestions
    Introduction


    The behavior of each individual is influenced by genetics, biochemistry and environment. The individual's scores related in this assessment depict the individual as of the date and time the individual took the assessment.

    Major changes in biochemistry and/or environment can change the scores on the assessment. Effective training and/or development that the individual is exposed to can and should also affect scores.

    Consequently, for those individuals who seek to achieve higher levels of productivity and success in their jobs and life, and for those employers who desire such for the people they employ, we have carefully reviewed the training and development materials available in the marketplace and have selected for recommendation those that we deem appropriate to suggest in areas where the person assessed could benefit most from growth and development.

    We trust that you will find these suggestions helpful.

    Copyright© 1999-2008 Candidate Resources, Inc.
    Name:John SmithDate:1/10/2008
    Company: Any Company Page:11
    Personal Development Suggestions

    Flexibility

    If your work requires interaction with others, your flexibility level may be affecting those relationships. You may benefit from the following development suggestions:

    Seminars / Workshops:

    • Models for Management ™ by Teleometrics International

    Self-paced e-Learning:
    • Models for Management eModule 6 Empowerment should be of particular interest for those wanting to explore how flexibility or lack thereof relates to the empowerment of others and power dynamics.

    Copyright© 1999-2008 Candidate Resources, Inc.
    Name:John SmithDate:1/10/2008
    Company: Any Company Page:12
    Personal Development Suggestions

    Organization

    When working with others, your organizational preferences level may be affecting how effectively you work them. You may benefit from the following development suggestions.

    Self-paced e-Learning:
    • Effective Personal Productivity Module 1 The Nature of Productivity.
    • Effective Personal Productivity Module 2 Goals Achievement Through Time Management

    Copyright© 1999-2008 Candidate Resources, Inc.
    Name:John SmithDate:1/10/2008
    Company: Any Company Page:13
    Personal Development Suggestions

    Communication

    If your work requires significant interaction with others, your communication style may be affecting your effectiveness. Development of a more productive communication style may greatly increase your success. You may benefit from the following development suggestions:

    Seminars / Workshops:

    • Models for Management ™ by Teleometrics International

    Self-paced e-Learning:
    • Models for Management eModule 3 Communication and Interpersonal should be of particular interest for those wanting to explore communication style and its impact on others.
    • Effective Personal Productivity Module 4 Improving productivity through communication

    Copyright© 1999-2008 Candidate Resources, Inc.
    Name:John SmithDate:1/10/2008
    Company: Any Company Page:14
    Personal Development Suggestions

    Emotional Development

    When working with others, your ego level may impact your relationships and your success in achieving desired results with them. You may benefit from the following development suggestions:

    Seminars / Workshops:

    • Models for Management ™ by Teleometrics International

    Self-paced e-Learning:
    • Empowering the Team Module 5 Effective Personal Productivity
    • Effective Personal Productivity Improving Production of the Team Module 6

    Copyright© 1999-2008 Candidate Resources, Inc.